GENDER PAY GAP REPORT 2017 DICK LOVETT (SPECIALIST CARS) LTD

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2 INTRODUCTION. PETER LOVETT CHAIRMAN OUR PURPOSE IS TO PROVIDE EXCEPTIONAL SERVICE TO ALL OF OUR CUSTOMERS. TO ENSURE THAT WE DO SO, WE RECRUIT PEOPLE WITH THE RIGHT ATTITUDE AND SKILLS REGARDLESS OF AGE, SEX OR CREED. MESSAGE FROM SARAH TURNER HEAD OF PERSONNEL Dick Lovett is a family-owned business representing some of the most prestigious automotive brands within the industry. We pride ourselves on having some of the best people in the business and we actively encourage anyone to join us who has the right attitude, and a real passion and talent for customer service. With over 850 employees, ranging from 16 to 85 years old, in a variety of roles, we embrace the Gender Pay Gap Reporting Regulations as it will give us focus to actively recruit more females at a senior level and to continue with our flexible working initiatives, with the aim of recruiting and retaining more female employees. Whilst it is positive that our Gender Pay Gap is lower than the UK national average and most of our competitors, it is important not to get too hung up on the numbers. We would never try to fit people into jobs to influence statistics; we would rather use the numbers to prompt questions and actions as to how we can continually improve the way we work.

3 UNDERSTANDING THE GENDER PAY GAP What is the Gender Pay Gap? A Gender Pay Gap is a measure of the difference in the average pay between all men and women in an organisation. This is regardless of the work that they do and it can be driven by the numbers of men and women within the organisation. One of the main reasons for the Gender Pay Gap in our organisation is that women historically have been under represented at senior levels and in the demographics of our total workforce. This is something we are aware of and consequently have been reviewing as part of our talent strategy. It is completely different to Equal Pay Comparisons, which involves direct comparison between men and women who carry out the same job, similar jobs or work of equal value.

4 UNDERSTANDING THE GENDER PAY GAP DATA How are Median and Mean Gaps Calculated? Using the calculations set out in the Gender Pay Gap Reporting Regulations we take pay data for the whole of our workforce. We then look at the middle point of hourly pay for all of our male staff compared to the middle point of hourly pay for all of our female staff. The Median Pay Gap is the difference in pay of these two comparisons. Using the same calculations, we look at the average hourly rate of all our male members of staff and compare them to the average hourly rate of all our female members of staff; the difference in the averages is The Mean Pay Gap. The Median and Mean calculations are also carried out when comparing bonus pay over a twelve month period. The proportion of men and women awarded Bonus Pay over that period is also reported. Finally, we share the percentage of males and females in each Pay Quartile. Quartiles are calculated by listing the rates of pay for each member of staff across the business from lowest to highest, before splitting that list into four equal-sized groups and calculating the percentage of males and females in each. Please note: Calculations of Median Pay, Mean Pay and of Quartile Pay Bands are based on data from April 2017 only. The Median Lowest Paid Highest Paid

5 OUR RESULTS IN 2017 Pay Hourly Rate Dick Lovett UK Average* Median 10.3% 18.4% Bonus Pay 83% of our staff received a bonus; of our total staff, 86% male and 76% female received a bonus. Mean 12.4% 17.4% *Based on information from the National Statistics Office in 2016 Pay Quartiles 30% 28% 25% 11% 70% 72% 75% 89% Bonus pay difference between Male and Female: Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile Median 64% Mean 47% Male Female Bonus is not awarded to some roles e.g. Accounts, Personnel, Reception Teams most of these teams are female, similarly our senior teams are predominantly male.

6 THE DETAIL BEHIND THE DATA The Motor Industry historically has been a male-dominated environment, with a reputation that you could either be a Technician working in a dirty workshop or you could go into Sales which has not had the most desirable reputation. We are working very hard to change things and with the advent of electrification of cars and the digital world becoming ever more prevalent, we are starting to see a shift in the interest of our applicants and we are beginning to be seen as an exciting industry to work in. The data we have used for this report is based on a headcount of 740 people 556 of these were males and only 174 females, therefore the demographics of our workforce is 76.5% Male and 24.5% Female. This does have an effect on the results of our Gender Pay Gap, although there is female representation at a senior level on the Operational Management Board, thus female representation is 20% of that Board. Bonus and Commission is an integral part of our Sales Executives and Technicians pay and again this has impacted on our mean and median results for bonus. It is also worth noting that all of our Heads of Business are currently male and that all four of our Directors are male and this also has a significant impact on the results. All of our Apprentices are male and they are at the lower-end of our pay scales, whilst the middle quartile sees many roles occupied with females e.g. Receptionists, Accounts Assistants, Personnel and Marketing - again due to historical roles. However, things are changing but this will take a while to filter through - for example, we have now appointed three female Accountants and a female Aftersales Manager; roles which historically would probably have been filled by a male. This is in-line with our talent strategy.

7 OUR COMMITMENT TO UNLOCKING FUTURE TALENT A number of activities have already started - for example, we have already started to appoint females in more senior roles and we have identified the following areas that we can review annually: Leadership and development: We have introduced a Management Leadership Programme where future talent is gaining knowledge for more senior roles, with a diverse section of people attending. Access for all to apply to go onto the course. Recruitment: The appointment of females to Sales Managers, Aftersales Managers, Retail Managers and Accountants we are continually looking at how we can accommodate flexible working at a senior level. Flexible working: We now say how can we make this work rather than we can t accommodate that flexible working request. Things like the buying and selling of holidays also helps with childcare cover. Talent Pool: More focus on finding talent in schools, continuing to grow our own people and investing in anyone who shows the commitment in areas prudent to our family business. These include customer service, interaction and a natural flair to succeed. Apprentices: We are looking to increase our range of Apprenticeships to encourage more females into our industry. There are some exciting opportunities with all types of different roles; an area we are focusing on. Pay: Continuous review of how we pay people - whilst we have an annual review of pay and positions, this does not stop us continually reviewing and amending throughout the year. We have total focus on paying people for the role that they do, not for what sex they are. This is lived and breathed throughout the Company.

8 SUMMARY STATEMENT We are very proud of what we do here at Dick Lovett and we live by our mission statement of Customer Satisfaction Through Staff Satisfaction. We believe that the annual reporting of the Gender Pay Gap will allow us to continually review how we are doing. As a family business, we understand the demands that the everyday world puts upon parents and carers, and we are committed to continually looking at how we can make our working life more flexible and family-friendly; allowing females to be considered for more senior roles, and furthermore, how females enter our working environment. We do acknowledge that we cannot change the history of this industry in a moment and we therefore may not see quick wins in the statistics overnight. However, we are committed to laying foundations in offering an environment that provides opportunity for all. This report covers employees of Dick Lovett (Specialist Cars) Ltd, incorporating all of the franchises that we represent. As the Head of Personnel, I, Sarah Turner, can confirm that the information contained herein is accurate. Sarah Turner Chartered FCIPD Head of Personnel Dick Lovett (Specialist Cars) Ltd

9 Dick Lovett (Specialist Cars) Ltd Registered Office: The Copse, Frankland Road, Blagrove, Swindon, Wiltshire, SN5 8YW Incorporated and registered in England & Wales, under Company No: